Introduction

Workforce planning is a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.

Workforce planning is one the most important HR processes and is necessarily linked to every other function in HR management. Yet, in spite of its importance, it is often implemented haphazardly due to organizational and market complexities. In addition to surveying the drivers for workforce planning and its key performance indicators, the course presents and elaborates on an operational model for forecasting demand and supply of employees and demonstrates how resulting gaps can be bridged with a variety of controllable staffing initiatives. Moreover, participants will have the opportunity to learn and apply the forecasting techniques that are normally used in workforce planning.

Learning Objective

• Define workforce planning within the context of Human Resources (HR) management;
• Explain how HR planning is related to the overall strategic plan of the organization;
• Apply forecasting tools to the demand and supply for different types of human resources, both in terms of quantity and quality;
• Recognize the relationship of HR planning to the staffing process; and
• Formulate staffing strategies to fill in a labor gaps whether shortages or surpluses.

Target Audience

HR Executives and Above

Program Duration

2 Days

Program Content (9.00am -5.00pm)

Training Assessment

Pre and Post training assessment will be conducted to ensure transfer of learning to participants.

 Post Training Support

Half day clinic after 30 days on completion of project paper (Separate Program Fees)

Introduction to Human Resource Management

• Introduction to Human Resource Management
• Key areas in Human Resource Management
• Current Issues and Challenges in Human Resource Management

Workforce Planning – Roles and Responsibilities

• Roles and Responsibilities in Workforce Planning
• Importance of Management Support in Workforce Planning
• Internal vs External Labor Challenges

Workforce Planning Model

• Top Down Approach
• Bottom-Up Approach
• Hybrid Approach

Workforce Planning Cycle

Workforce Analysis

• Strategic vs Operational Manpower Review
• Current Issues and Challenges in Workforce Analysis
• Alignment of Workforce Planning towards Business Strategies

Forecast Needs

• Historical Analysis
• Forecasting Technique
• Right Number with the Right Skills at the Right Time

Analyse Gaps

• Understand the Challenges in Talent Attraction and Retention
• Square Pegs in Round Hole
• Rightsizing vs Downsizing Approach

Develop Strategies

• Understanding Internal and External Labour Demand and Supply
• Matching Strategies with Business Direction
• Short Term Strategies vs Long Term Strategies

Implement Strategies

• Implement the appropriate Strategies
• Getting support in implementing Workforce Strategies
• Roles and Responsibilities in Implementing Strategies

Monitor and Evaluate

• Monitoring Key Indicators
• Evaluate Key Deliverables
• Periodic Reporting
• Alignment of Strategies

Putting It All Together

• Preparing the Overall Workforce Planning for Management Approval
• Convincing the Management on Workforce Requirements
• Workforce Review where necessary

Training Approach

A combination of various learning methodology including lecture, group discussion, case study, group presentation and project discussion.

Introduction

It is quite common for a subject matter expert (either technical or non-technical) will be asked to conduct or facilitate a training or a knowledge sharing session. However, without the essential skills and techniques to engage and motivate learners, many of the subject matter expert were facing challenges in development and delivery of their module.

This 2 days course is designed for individual who wish to be a great trainers. Participants gain the essential skills and techniques to design, develop and deliver their training modules. They will also learn the skills and technique to engage and motivate learners during their training.

Learning Objective

• Explain adult learning principles and their application
• Describe how to best accommodate each primary learning style
• Explain and implement the ADDIE training cycle
• Demonstrate fundamental facilitation skills
• Demonstrate fundamental presentation skills
• Lead effective training sessions

Target Audience

Anyone who will be developing and delivering training program in the organization.

 Program Duration

2 Days

Program Content (9.00am -5.00pm)

Participant’s preparation before workshop

Participant will need to prepare a short training session (7-10 minutes) before attending this class.

Note: 1^st Training Deliveries will be on Day 1. Participants will have opportunity to refine their training module for their 2^nd Training Deliveries on Day 2.

Module 1: Adult Learning

• Adult Learning Principle & Learning Style

Module 2: Training Cycle – ADDIE Model

Module 3. 1^st Individual Training Delivery (7-10 minutes each person)

Module 4: Preparation for Training Deliveries

• Preparation Pitfalls

Module 5: Implement the Design

• Presentation vs Facilitation
• Dealing with Nervousness
• Making a smooth transition

Module 6: Facilitator Roles and Responsibilities

• Facilitator toolbox
• Facilitating a Session

Module 7: Dealing with Difficult Participants

• Managing Disruption

Module 8: Final Individual Training Delivery (7-10 minutes each)

Module 9: Evaluate Performance

• Training Evaluation Process

Training Approach

• Presentation
• Skills Practice
• Group Discussion

Introduction

Training Needs Analysis (TNA) is the process of identifying the gap between employee training and needs of training. Training needs analysis is the first stage in the training process and involves a procedure to determine whether training will indeed address the problem which has been identified. Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment”. Training needs analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified.

By the end of this course, participants will be able to identify, and analyse training needs and make decisions required for skills development at the organizational, divisional and individual levels.

Learning Objective

• Discuss the value of TNA to the individual, division and organization
• Identify the requirements of the client group
• Apply the strategies for determining training needs
  • Make decisions in accordance with TNA information – is it Training or Non Training Solutions
• Link training needs to the design and development of training courses and program

Target Audience

Anyone who will be conducting TNA in the organization.

Program Duration

2 Days

Program Content (9.00am -5.00pm)

Module 1: The Training Needs Matrix

• Aligning TNA to Organization Business Strategy
• Assessment of Present and Future Competency Requirement
• Analyzing Gap : Individual & Competency

Module 2: Planning & Organization

• Identify the scope of the TNA project
• Set milestones, priorities and success criteria
• Set up a project plan with timelines for the whole process

Module 3: Data Gathering Methods and Tools

• Observation – Observation Checklist
• Interviews – Interview Schedules
• Surveys – Questionnaires
• Focus Group Discussion
• Document Review

Module 4: Develop High Level Solution

• Develop a think tank from your training team and/or other managers and develop some solutions
• What can be done in-house? From external suppliers?
• Highlight resources and budget required
• Develop constraints – Measure needs against business requirements
• What will the “pay off” be of attaining these needs?
• Business benefits both in tangible and intangible terms

Module 5: Final Report : Presentation and Approval

• Communicating TNA Findings to Various Stakeholders
• TNA Report Writing
• Presentation of TNA Reports Critical Assumptions

Module 6: Evaluate Performance

• Training Evaluation Process

Optional – Day 3 (30 days after TNA Workshop)

• Review Training Needs Analysis (TNA) progress
• Prioritizing Learning Needs
• Identification of Methods of meeting learning needs
• Development of Training Calendar

Training Approach

• Presentation
• Skills Practice
• Group Discussion